Organizational Citizenship Behavior Scale Research Articles

Pengaruh iklim organisasi terhadap organizational citizenship behavior pada karyawan

The organizational climate in a company plays an important role in the formation and improvement of OCB in employees. Having OCB in employees will benefit the organization or company. For companies, OCB can function to help new employees adapt to their positions as quickly as possible, and help teams to solve complex problems. For employees, this can increase their sense of self-efficacy, personal reputation, and job satisfaction. The purpose of this research is to determine and prove the influence of organizational climate on OCB in employees. This research uses a non-experimental quantitative approach, with a correlational research design. This study used a probability sampling technique with simple random with a total of 236 respondents. The research instruments used were the Organizational Citizenship Behavior Scale and The Organizational Climate Questionnaire (OCQ). Data analysis uses simple linear regression analysis. The research results show a positive influence between organizational climate on Organizational Citizenship Behavior. This means that the higher the organizational climate experienced by employees, the higher the OCB displayed by employees.

Pengaruh Komitmen Afektif terhadap Organizational Citizenship Behavior (OCB) pada Karyawan di Samarinda

Organizational Citizenship Behavior (OCB) is a voluntary behavior that is visible and observable that is based on dominant motives or values and can be based on rewards and punishments that come from external sources. One of the factors that influences Organizational Citizenship Behavior (OCB) is affective commitment. This study aims to examine the Effect of Affective Commitment on Organizational Citizenship Behavior (OCB) on employees in Samarinda. The approach used in this study is a quantitative approach. The data collection technique uses a Likert scale with a questionnaire distributed via Google Form to 100 respondents online. This study uses two scales, namely the Affective Commitment scale and the Organizational Citizenship Behavior (OCB) scale. Data analysis uses simple linear regression using Statistical Product and Service (SPSS) with significance values of .001 (p .005), which indicates a significant influence. The coefficient of determination (R²) of .710 or 71% indicates that affective commitment has an influence on Organizational Citizenship Behavior (OCB) on employees in Samarinda.

Workplace Spirituality terhadap Organizational Citizenship Behavior (OCB) pada Karyawan dan Tenaga Kesehatan

The success of an organization depends on its human resources. Human resources play a crucial role in achieving organizational goals. An organization must effectively manage its human resources. The success in achieving the organization's vision, mission, and goals can also be assessed by the positive behaviors of employees. Therefore, organizational citizenship behavior (OCB) can serve as a reference for improving and enhancing the quality of existing human resources. This research aims to determine the effects of workplace spirituality on organizational citizenship behavior (OCB) among employees and healthcare workers at JIH Hospital in Purwokerto. This study employed a quantitative approach. The population consisted of 210 employees and healthcare workers at JIH Hospital in Purwokerto. The sampling technique used simple random sampling, resulting in 136 samples of employees and healthcare workers from JIH Hospital in Purwokerto. The measurement tools used in this study were a modified scale of workplace spirituality and a scale of organizational citizenship behavior (OCB). The data analysis technique involved simple linear regression with the assistance of SPSS version 26.00. This research reveals a coefficient of determination (Rsquare) of 0.064, indicating that workplace spirituality contributes effectively by 6.4% to OCB. Keywords: Employees and Healthcare Workers; Organizational Citizenship Behavior (OCB); Workplace Spirituality

Impact of Transformational Leadership Style of School Heads on Altruism Organizational Citizenship Behavior of Teachers.

The purpose of this study was to identify the effects of principals' transformational headship style on teachers' Altruism organizational citizenship behavior (AOCB). This specific research fills the existing gap in the relationship between these variables. The study included entire Heads and Teachers of Public Sector Secondary Schools in 4 Southern districts of Khyber Pakhtunkhwa as the population. By using L.R Gay's (2003) sample size ratio formula, 8% of the population was selected as samples for the study. For data collection,the first instrument was the Short Form Multifactor Leadership Questionnaire (MLQ) 1995 developed by Bass and Avolio to test the transformational leadership behavior of Heads and the second instrument was the organizational-citizenship-behavior scale (OCBS), produced by Podsakoff & colleagues (1990) to assess the rank of the Altruism citizenship behavior of teachers in Southern districts of Khyber Pakhtunkhwa (KP). The data were organized and the responses to each item were analyzed using relevant statistics. The findings of the study exposed that there is a significant relationship between the Transformational Leadership behavior of Heads and the Altruism Organizational-Citizenship Behavior(AOCB) of Teachers of Secondary Schools in the southern districts of Khyber Pakhtunkhwa (KP) province

Do Authentic Leadership And Organizational Citizenship Behavior Affect The Relationship Between Talent Management And Job Performance Among Teachers Of Private Sector Universities, Pakistan

The purpose of the research was to determine how talent management, authentic leadership, organizational citizenship behavior, and job performance are connected to one another. This research also looked at the link between talent management and job performance and the mediating roles that authentic leadership and organizational citizenship behavior play. Using the Organizational Citizenship Behaviour scale (Podsakoff, MacKenzie, Moorman, & Fetter, 1990), the Authentic Leadership scale (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008), the Job Performance scale (Goodman and Svyantek, 1999), and the talent management scale (Human Capital Institute, 2008), data were gathered from 539 teachers working in private institutions in the regions of Khyber Pakhtunkhwa, Balochestan, Punjab, and Sindh. According to the findings, there was a positive correlation between TM and AL (r =.496), TM and OCB (r =.391), and [1]TM and JP (r =.235). Additionally, a strong positive correlation between OCB and JP (r =.274) and AL and JP (r =.357) was also verified by the data. The inclusion of AL and OCB as mediators resulted in a drop in the regression coefficient of TM's impact on JP from 0.43 to 0.18. Therefore, the connection between TM and JP was partly mediated by AL and OCB.

Kepemimpinan transformasional dalam pembentukan Organizational Citizenship Behavior (OCB) Polisi: Kepuasan kerja sebagai mediator

Previous research emphasizes the importance of Organizational Citizenship Behavior (OCB) in public institutions, including the police. However, there is limited literature that examines how OCB subtypes are formed. Considering the centrality of the leader figure in the police, this research investigates the role of transformational leadership in the formation of OCB through attitudinal mechanisms, namely job satisfaction. The quantitative research involved 251 participants, chosen via cluster sampling from a single Resort/Departmental Police Force in Indonesia. This participant willingly completed three main scales: the OCB scale, the job satisfaction scale, and the transformational leadership scale. Data processing used mediation analysis with JASP software JASP 0.17.3 (Intel). The results align with previous findings, which stated a significant positive relationship between transformational leadership and OCB, which was mediated by job satisfaction. Furthermore, this research shows that only the OCB-Individual (OCBI) subtype (courtesy and altruism) is related to transformational leadership through the mediation of job satisfaction. Discussions and implications are outlined in detail, both for police institutions and future researchers

Organizational Citizenship Behavior Scale for Knowledge Workers: Empirical Evidence and New Validations

In order to analyze the empirical instabilities and adopt new validation procedures for the Organizational Citizenship Behavior—Knowledge Workers (OCB-KW) Scale this study was organized in two stages. In the first stage, studies were read for a general characterization of the production of works that used the OCB-KW and from these data, it was possible to characterize applications of the scale and assess their possible instabilities. In the second stage of analysis, a secondary database was used and subjected to the parallel analysis, and then to the exploratory factor analysis for the initial estimation and validation of the constructs, and in a third moment, the confirmatory estimation of the constructs and the comparison of different models. From the comparison indices between models, it can be concluded that the best structure for the Organizational Citizenship Behavior—Knowledge Workers Scale is built from five dimensions correlated with each other.

TÜRKİYE’DE ÖRGÜTSEL DEMOKRASİ ÇALIŞMALARI: LİSANSÜSTÜ TEZLERE YÖNELİK BİR İNCELEME

In this study, it is aimed to examine the postgraduate theses on organisational democracy by content analysis. Forty-one theses from 1993-2023 in the National Thesis Centre of the Council of Higher Education (YOK) were analysed. The most studies in master's theses were conducted in 2022 and in doctoral theses in 2019-2020. It was determined that the most frequently studied variables in master's theses were organisational democracy, democracy, organisation, organisational commitment; in doctoral theses, organisational democracy, democracy, organisational opposition, perception of organisational democracy. It was found that 89,66% of master's theses were quantitative and 6,90% were mixed method; 75% of doctoral theses were quantitative and 25% were mixed method. It is understood that Geçkil and Tikici's (2013) Organisational Democracy and Meyer-Allen's (1993) Organisational Commitment Scales were used to measure organisational democracy in master's theses prepared with quantitative method. In doctoral theses, Geçkil and Tikici (2013)'s Organisational Democracy, Basım and Şeşen (2006)'s Organisational Citizenship Behaviour and Kassing (2000)'s Organisational Opposition Scale were used. Master's theses on organisational democracy (n= 15) were prepared in the public sector and doctoral theses (n= 6) were prepared as mixed. While 34,48% of the master's theses were prepared in the Departments of Educational Sciences and Business Administration, 58,33% of the doctoral theses were prepared in the Department of Business Administration. The study is expected to provide new perspectives to researchers by revealing the developments in the field of organisational democracy in Turkey.

Measuring job demands and resources: Validation of the new job characteristic questionnaire (JCQ)

For the purpose of measuring job demands and resources, the Job characteristics questionnaire (JCQ) was created. The main aim of this study was initial validation of the JCQ and testing its psychometric properties. A total of 1201 respondents in five independent samples completed the JCQ along with the Work burnout scale (Kristensen et al., 2005), The Utrecht work engagement scale (Schaufeli et al., 2006), the Organisational citizenship behaviour scale (Popov, 2013), and the Intentions to leave the organisation scale (Berat et al., 2016). EFA and CFA performed on the two randomly created subsamples indicated an interpretable 9 factor solution of the JCQ. All extracted dimensions showed the expected intercorrelations, and for the most part meaningful correlations with other relevant variables. Based on the results of this preliminary analysis, the JCQ proved to be a comprehensive, valid and efficient instrument for measuring important job and organisational characteristics. It could be used in both academic and non-academic settings.

When high work engagement is negative for family tasks: mechanisms and boundary conditions.

Typically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a "dark side" of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees' resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement. We tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses. Results from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the "dark side" of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.

The Relationship between Organizational Commitment and Organizational Citizenship Behavior in State Civil Apparatus (ASN) in the Sidoarjo Regency Government Environment

In order to create a successful organization, employees are needed who are willing to work beyond their routine duties and strive for performance results that exceed organizational standards. Organizational citizenship behavior (OCB) is an employee’s desire to work with good quality and try to create the best service, which is an indication of extra-role behavior. One factor that can increase OCB behavior is organizational commitment. This research aims to determine the correlation between organizational commitment and organizational citizenship behavior (OCB) or the extra role behavior of State Civil Apparatus (ASN) in the Sidoarjo Regency Government Environment. This research uses quantitative correlational research with one dependent variable and one independent variable. The participants in this research were 333 ASN representing all regions within the Sidoarjo Regency Government. Data collection used the organizational citizenship behavior (OCB) scale developed by researchers and the organizational commitment questionnaire. The research data has been tested for assumptions using the normality test and linearity test and the data analysis technique used in this research is simple linear regression analysis. The results show that organizational commitment is proven to have a positive and significant relationship with organizational citizenship behavior with a t coefficient value of 31,204 and a significance of 0.000 <0.01. The effective contribution obtained in this research was 74.6%. Meanwhile, for the remaining 25.4%, OCB was influenced by other variables not studied in this research.

Development and Validation of Organizational Citizenship Behaviour Scale

The purpose of the present study was to develop and validate a bilingual (Hindi &English) tool to assess the organizational citizenship behavior (OCB) of employees/workers working in the different types of organizations. The psychometric properties of the scale were determined on 250 engineers from Harduaganj thermal power station, Aligarh Uttar Pradesh, India. The reliability of the scale was reported α=0.850 that seems good George and Mallery. Face validity was established by 10 experts and construct validity was found 58.384%. Moreover, factorial validity was also confirmed. On the basis of the findings it can be concluded that the proposed scale has good reliability and validity. Subsequently, this scale found to be highly standardized. Implications and suggestions for future research proposed.

Hubungan Iklim Organisasi dengan Organizational Citizenship Behavior (OCB) pada Karyawan Bank Nagari Kantor Pusat Padang

Productivity and effectiveness of the company to achieve a target or goal must have human resources or employees who can behave positively and can also create a good and comfortable atmosphere. The purpose of this study was to determine the relationship between organizational climate and organizational citizenship behavior (OCB) in Bank Nagari Employees, Padang head office. The independent variable in this study is organizational climate and the dependent variable is organizational citizenship behavior (OCB). The measurement tools used in this study are the organizational climate scale and the Organizational Citizenship Behavior (OCB) scale. The sampling technique is probability sampling. The sample in this study is based on the table from Issac and Michael with an error rate of 10%. So that the number of samples in this study were 130 people. The test results show that the validity coefficient on organizational climate moves from 0.403 to 0.849, while the reliability coefficient is 0.955, and the validity coefficient on Organizational Citizenship Behavior moves from 0.303 to 0.887, while the reliability coefficient is 0.941. Based on data analysis, a correlation value of 0.777 was obtained with a significance level of 0.000, which means that the hypothesis is accepted. This shows that there is a significant relationship between organizational climate and organizational citizenship Behavior of employees who work at Bank Nagari Padang Head Office. The effective contribution of organizational climate with organizational citizenship behavior for employees working at Bank Nagari Head Office is 60.5%.

Adaptation of Organizational Citizenship Behavior Scale in Sport to Turkish Culture: Validity and Reliability Study

Öz 
 Örgütsel vatandaşlık, olumlu sosyal (prososyal) örgütsel davranışın alt faktörlerinden biri olarak kabul edilmektedir. Spor örgütlerinde çalışan veya spor yapan bireylerin örgütsel vatandaşlık düzeyleri 90’lı yılların başından itibaren araştırmacılar tarafından sıklıkla incelenmiştir. Bu çalışmanın amacı spor bilimciler tarafından defalarca araştırmalara konu edilmiş olan örgütsel vatandaşlık kavramının, spora özgü olarak geliştirilmiş ölçme aracı olan “Sporda Örgütsel Vatandaşlık Davranışı Ölçeği-(SÖVDÖ)”’nin Türkçe formunun geçerlik ve güvenirliğinin test edilmesidir. Çalışmanın evrenini Türkiye’de farklı spor dallarında spor yapan bireyler oluşmaktadır. Çalışmanın örneklem grubunu ise kolayda örnekleme yöntemi aracılığıyla yaşları 15 ve üzeri (Xyaş=20,55±7,11) olan 307 katılımcı oluşturmuştur. Çalışmanın temelini oluşturan “Organizational Citizenship Behavior in Sport Scale” ölçeği 5 alt boyuttan (bağ kurma, toplum hizmeti, teşvik, ekstra çalışma, yardım etme) ve 22 maddeden oluşan 7’li Likert tipi (1=Kesinlikle Katılmıyorum, 7=Kesinlikle Katılıyorum) ile derecelendirilen bir ölçektir. Ölçek uyarlaması çeşitli aşamalardan geçmiştir. Öncelikle dilsel eşdeğerlik çalışması yapılmıştır. Ölçek daha sonra sırasıyla kapsam geçerliliği, yapı geçerliliği, yakınsak geçerlilik ve ayrışım geçerliliği analizlerine tabii tutularak son şeklini almıştır. Güvenirlik göstergesi olarak ise Cronbach’ s Alpha iç tutarlılık katsayısı hesaplanmıştır. Kapsam geçerliliği için Losche (1975) tarafından önerilen yaklaşım dikkate alınmıştır. Her bir madde için Kapsam Geçerliği Oranı (KGO) ve her ölçek faktörü için bir Kapsam Geçerliği İndeksi (KGİ) hesaplanmıştır. Hesaplamalar sonucunda her alt maddenin KGO'sunun 0,80'i, her faktörün KGİ'sinin ise 0,67'yi aştığı belirlenmiştir. Ölçeğin yapı geçerliliği doğrulayıcı faktör analizi ile test edilmiştir. Örgütsel Vatandaşlık Davranışı Ölçeğine ilişkin DFA sonuçlarına göre; modifikasyon indeksi, ilgili maddelerin dahil edilmesiyle model uyumunun teorik olarak iyileştirilebileceğini göstermiş ve bu nedenle model yeniden tanımlanmıştır. Toplam uyum indeksleri (GFI=0,901) ve karşılaştırmalı uyum indeksleri (CFI=0,940) önerilen eşik olan 0,90'ı aştı. Tahmin edilen hataların ortalama karekökü 0,054 olarak tespit edildi. Bu sonuçlar modelin verilere iyi uyum sağladığını göstermektedir. Ayırt edici geçerliği test etmek için MSV

An Investigation into the Variables Affecting School Principals Burnout through XGBoost Method

The present study aims to investigate the impact of organizational psychological capital, organizational citizenship behaviour, individual performance and various demographic variables on school principas’ burnout in public schools. The opinions of princals working in Diyarbakır province and districts between the years of 2016- 2017 were considered. This research employed a survey model, which falls under the quantitative research paradigm. Data were collected from 254 principals through the administration of the Organizational Psychological Capital Scale, Organizational Citizenship Behaviour Scale, Individual Performance Scale, and School Principal Burnour Scale. The collected data were analyzed using the Extreme Gradient Boosting (XGBoost) mining method. The findings revealed several key predictors of principals’ burnout, including altruism, resilience, professional seniority, individual performance, civic virtue, type of school, hope, sportsmanship, school principal’s length of service, marital status, optimism and the district of the school. Based on these results, it is recommended to alleviate principals’ burnout by reducing their responsibilities and creating conducive environments that foster their leadership roles.

Pengaruh Emotional Intelligence Terhadap Organizational Citizenship Behavior (OCB) Pada Perawat Di Kota Makassar

The purpose of this study was to see the influence of emotional intelligence on Organizational Citizenship Behavior (OCB) in nurses. Respondents used in this study were nurses in Makassar City, totaling 180 people. This research uses quantitative methods. The data collection method was carried out using an adapted emotional intelligence scale and organizational citizenship behavior (OCB) scale. The analytical method used in this research is a spearman rho test. The results of this study indicate that there is a positive influence of emotional intelligence on organizational citizenship behavior (OCB) of 64,1% in nurses in Makassar City.

Good guys with good apples. The moderating role of moral competence on the association between moral disengagement and organizational behaviours

ObjectiveConsistently with Bandura's theory of moral disengagement, we examined if moral disengagement predicted employees’ counterproductive work behaviours and organizational citizenship behaviours, also assessing moral competence as a moderator that, at higher values, could mitigate the positive association with counterproductive work behaviours and mitigate the negative association with organizational citizenship behaviours. MethodFive hundred eighty-three Italian employees completed a time-lagged online survey including the following measures: Work Moral Disengagement Scale (Fida, Paciello et al., 2015), Moral Competence Test (Lind, 1985), Counterproductive Work Behavior Checklist (Spector et al., 2006), Organizational Citizenship Behavior Scale (Podsakoff et al., 1990). Associations between variables were examined via multiple linear regressions with bootstrapping, while the interactions were probed through the Johnson-Neyman technique. ResultsMoral disengagement is positively related to counterproductive work behaviours and negatively related to organizational citizenship behaviours. Furthermore, the association between moral disengagement and counterproductive work behaviours is moderated by moral competence, with a significant positive association only at lower levels of the moderator. ConclusionWe demonstrated for the first time the potentially significant role played by moral competence as a moderator that could reduce the negative effects of moral disengagement on deviant and unethical organizational behaviours, discussing our results in light of available evidence and theory, and elaborating on practical implications.

Tingkat organizational citizenship behavior guru bimbingan dan konseling

the aim of this study was to describe the level of organizational citizenship behavior in Guidance and Counseling teachers. This study is a quantitative research with a survey type. This research was conducted on teachers at the senior high school and state vocational high schools in Kendari City. This research is a population study so that a total of 60 Guidance and Counseling teachers at the senior high school and state vocational high schools in Kendari City are the sample in this study. Data is collected through the organizational citizenship behavior scale. Data were analyzed descriptively using percentage analysis. The results of the study concluded that the level of organizational citizenship behavior of Guidance and Counseling teachers is in the medium category. Efforts are needed to improve organizational citizenship behavior in Guidance and Counseling teachers.

Sudah Bermaknakah Pekerjaan Anda? Peran Kepemimpinan Melayani, Machiavellianisme dan Perilaku Kewargaan-Organisasi

After the Covid pandemic storm that hit Indonesia in the last 2 years, it had an impact on business processes in various industrial sectors. The Manufacturing Industry is one of those affected. Reduction in the workforce which has an impact on company effectiveness is one of the impacts. Manufacturing sector workers suffered a lot from this condition, because they were forced to go home and those who were retained could not get a work from home policy. Workers must do jobs that exceed their capacity so that it can have a bad effect. Workers who are indeed retained will still be deducted from their wages and their working hours will increase. Workers are required to work beyond working hours and be able to be sincere and interpret their work, so that they can be maintained by the company. The role of their superiors also lacks personality and good leadership, so they do not understand what their subordinates need. This study aims to examine the relationship between Machiavellian personality and organizational citizenship behavior moderated by servant leadership and meaningful work. The research subjects were 902 respondents in the manufacturing industry aged 20-45 years, with a ratio of 555 men and 347 women who filled out the four measurement scales, namely the servant leadership scale, work meaningfulness scale, Machiavellianism scale, and organizational-citizenship behavior scale. Data collection uses the survey method which is given online using the Google form. Researchers used moderated regression analysis of the Hayes macro process model 2 to test this research model. The results showed that the role of meaningfulness in the workplace can moderate and positively relate to the mach personality trait on organizational citizenship behavior. Meanwhile, the role of servant leadership cannot moderate the relationship between the mach personality trait and organizational citizenship behavior.

The Effect of Transformational Leadership and Work Engagement on Organizational Citizenship Behavior of Perumda Tirtanadi Employees

This study aims to determine the effect of transformational leadership and work engagement on organizational citizenship behavior of Perumda Tirtanadi Head Office Employees North Sumatera Province. This research uses quantitative methods. The subjects of this research consisted of 218 employees. The data of this research were collected using organizational citizenship behavior scale, transformational leadership scale and work engagement scale. Based on multiple regression anaysis, it was found: 1) There is an effect of transformational leadership and work engagement on organizational citizenship behavior (R2 = .737, p < .000, and correlation value R = .858) ; 2) There is an effect of transformational leadership on organizational citizenship behavior (r-partial = .327, p = .000) ; 3) There is an effect of work engagement on organizational citizenship behavior (r-partial = .623). In general, employees have organizational citizenship behavior in the high category with a percentage of 85.78% or 187 respondents, the leaders have transformational leadership in the high category with the percentage of 86.70% or 189 respondents, and employees have work engagement in the high category with the percentage of 88.53% or 193 respondents. This research showed that transformational leadership and work engagement have the important role in increasing organizational citizenship behavior. Companies should realize how important it is to improve organizational citizenship behavior in employees to be able to have more optimal employees performance.